Diversity and Inclusion

SharedImpact Foundation, Inc. is a 501(c)3, nonprofit nonstock Corporation, incorporated in Connecticut, USA for charitable purposes.
The company's registered office is 274, Wall Street, Hebron, CT,06248  USA

 

 

 

1. POLICY STATEMENT

 

This policy is that of the SharedImpact Registered Charity No: 1145471, a Company Limited by Guarantee in England,  and its subsidiary and affiliate corporations, successors, and assigns wheresoever they are located except as prohibited by local law, (collectively referred to as "SharedImpact").

 

SharedImpact is committed to combating discrimination and encourages diversity among our workforce.  Our aim is that our workforce will be representative of society and that each Employee feels respected and able to give of their best.

 

To that end the purpose of this policy is to set out a framework towards equality and fairness for all in our employment.  SharedImpact will not discriminate against any individual on grounds of gender, pregnancy, maternity, gender reassignment, marital or civil partner status, race (which includes ethnic or national origins, color and nationality), disability, sex, sexual orientation, religion, belief or age (the “Protected Characteristics”).  SharedImpact opposes all forms of unlawful and unfair discrimination against any employee, former employee, visitor, client, customer or supplier.

 

All Employees, whether part-time, full time, temporary or permanent, will be treated fairly and with respect.  Selection for employment, terms and conditions of employment, opportunities for promotion, appraisals, training or any other benefit will be based solely on merit, aptitude and ability.  All Employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilized to maximize the efficiency of the organisation. 

 

SharedImpact also opposes all forms of discrimination in the provision of goods, facilities or services to customers. 

 

2. SharedImpact’s COMMITMENT

 

• To create an environment in which the contributions of all our staff are recognized and valued.

• Every Employee is entitled to a working environment that promotes dignity and respect to all.  No form of intimidation, bullying or harassment whether by employees, suppliers or customers of SharedImpact will be tolerated.

• Training, development and progression opportunities are available to all staff.

• Equality in the workplace is good management practice and makes sound business sense.

• SharedImpact will periodically review all our employment practices and procedures to ensure fairness and equality.

 

3. TYPES OF DISCRIMINATION

 

Discrimination can take different forms; it may be direct or indirect and occur intentionally or unintentionally. 

 

 

3.1 Direct Discrimination

 

Direct discrimination occurs where a person is treated less favorably than another because of a Protected Characteristic.  For example, a woman is denied a promotion because she is pregnant.

 

In limited circumstances, direct discrimination may be lawful where there is an occupational requirement which is crucial to the post and a proportionate means of achieving a legitimate aim. 

 

3.2 Indirect discrimination

 

Indirect discrimination takes place where a provision, criterion or practice is applied which is discriminatory in relation to individuals who have a relevant Protected Characteristic such that it would be to the detriment to people who share that particular Protected Characteristic compared to people who do not, and it cannot be shown to be a proportionate means of achieving a legitimate aim.  For example, requiring all employees to work full time could amount to indirect discrimination against women, if the requirement cannot be justified for a reason unconnected to gender, as proportionately fewer women will be able to meet this requirement compared to the proportion of men.

 

3.3 Harassment

 

Harassment happens where someone engages in unwanted conduct, related to one of the Protected Characteristics (other than pregnancy/maternity and marriage/civil partnership), which has the purpose or effect of violating someone else’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment, even if this was not the intention of the perpetrator.  Harassment may include offensive jokes, personal insults, persistent criticism, unwanted physical conduct or “freezing” someone out. 

 

3.4 Association

 

Associative discrimination occurs where an individual is directly discriminated against or harassed for association with another individual who has a Protected Characteristic (other than pregnancy/maternity and marriage/civil partnership).  For example, where a line manager makes fun of an employee whose wife is a devout Christian. 

 

3.5 Perception

 

Perceptive discrimination takes place where an individual is directly discriminated against or harassed based on a perception that he or she has a particular Protected Characteristic (other than pregnancy/maternity and marriage/civil partnership).  For example, a male employee is denied a promotion by his line manager, as he or she believes the employee is gay.  This will amount to discrimination, regardless of whether or not the employee is in fact gay or not. 

 

3.6 Third Party Harassment

 

Third party harassment occurs where an individual is harassed for a reason related to any of the Protected Characteristics (other than pregnancy/maternity and marriage/civil partnership) by third parties, such as clients or customers. Harassment must have taken place on at least two separate occasions, the employer must be aware that it has taken place and has failed to take reasonable steps to prevent it happening again.  For example, a shop worker is bullied by a customer for using a wheelchair on several separate visits.  The employee has reported it. The employer should take appropriate action to protect the employee, such as banning the customer from the store. 

 

3.7 Victimization

 

Victimization occurs where someone is treated unfavorably because they have raised a discrimination complaint, or assisted someone else in doing so.  For example, refusing to provide a reference for a former employee who made an age discrimination claim. 

 

3.8 Disability Discrimination – Failure to make reasonable adjustments

 

Where an Employee is disabled, SharedImpact is required to make reasonable adjustments to the premises or employment arrangements (e.g. work station. hours of work, duties etc) where such premises or arrangements put a disabled employee at a substantial disadvantage.  If SharedImpact fails to do so, this could amount to disability discrimination. 

 

4. RECRUITMENT AND SELECTION

 

SharedImpact recognizes the benefits of having a diverse workforce and will take steps to ensure that: 

 

(a) It endeavors to recruit from the widest possible pool of qualified candidates;

 

(b) Employment opportunities are open and accessible to all on the basis of their individual qualities and personal merit;

 

(c) Where appropriate, positive action measures are taken to attract applications from all sections of society;

 

(d) Selection criteria and processes do not discriminate on any of the Protected Characteristics;

 

(e) All recruitment agencies acting for SharedImpact will be made aware of its requirement not to discriminate and to act accordingly.

 

 

5. EMPLOYMENT AND TRAINING 

 

SharedImpact will treat all Employees and job applicants equally and fairly and not discriminate against them.  This will, for example, include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, demotions, selection for redundancies, dress code, references, bonus schemes, health and safety, work allocation and any other employment related activities.

 

6. PROMOTING EQUALITY AND DIVERSITY

 

SharedImpact is committed to promoting equality and diversity in SharedImpact.  All Employees at every level will be informed of this policy and will be provided with equality and diversity training appropriate to their needs and responsibilities.  All those who act on SharedImpact’s behalf will be expected to pay due regard to the policy when conducting business on our behalf, and should be informed of this policy if appropriate.  In all its dealings, including those with suppliers, contractors and recruitment agencies, SharedImpact will seek to promote the principles of equality and diversity.  SharedImpact will make every effort to reflect its commitment to equality and diversity in its marketing and communication activities. 

 

7. COMPLAINTS OF DISCRIMINATION

 

If an Employee wishes to raise a complaint of discrimination or harassment, please refer to SharedImpact’s Grievance Procedure which is available from the Board of Trustees.  SharedImpact will investigate all complaints of discrimination or harassment made by Employees, customers or other third parties and will take disciplinary action wherever appropriate.  The complainant will be informed of the outcome of those investigations.  

 

8. IMPLEMENTATION

 

All Employees should carefully familiarize themselves with this policy and act in accordance with its terms at all times.

SharedImpact will not tolerate discrimination or harassment of any kind.  Breaches of this policy will lead to disciplinary action and could amount to gross misconduct justifying summary dismissal.  

 

9. REVIEW AND MONITORING

 

The Board of Trustees has overall responsibility for the effective operation of this policy and will review it on a regular basis, and keep it updated to reflect changes in the law.

 

SharedImpact will monitor the ethnicity, gender and number of people with disabilities within the existing workforce and the pool of job applicants.  This policy will be amended in light of this information, and SharedImpact will take all necessary steps to eliminate any unlawful discrimination.

 

 

This policy is non-contractual, and does not form part of an employee’s terms and conditions of employment.  SharedImpact reserves the right to amend or replace it at its absolute discretion.